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1.
本文运用调查数据对美国大学教师退休收入计划、退休奖励计划、分阶段退休计划、退后福利情况以及退休与招聘、留用的政策进行了比较分析,充分揭示了当前美国大学教师退休政策的变革趋势,得出待遇确定型(DB)计划仍具生命力,分阶段退休计划方兴未艾和教师退休工作相比教师招聘和留用不被重视三个结论,对我国未来高等院校教师退休制度的变革提供了极好的借鉴.  相似文献   

2.
Recently a new law was enacted that would raise the mandatory retirement age from 65 to 70 for all occupational groups except tenured faculty in higher educational institutions. The exception for faculty, which extends to 1 July 1982, was granted because tenure holding professors enjoy a measure of job security that is unknown outside the academic sphere; this uniqueness led many to feel that an extension of faculty lifetime careers could possibly have very serious effects on the fiscal and academic health of colleges and universities, and that a delay was necessary in order that the situation could be carefully researched. This paper analytically investigates these conjectures and rigorously shows that they have been greatly exaggerated. By using a four stage model of the tenure system, it is easy to show the effect of progressively later retirements on the tenure ratio, flow of new faculty, and faculty salary budget. As many researchers would intuitively feel, neither early nor late retirement has an unusually disruptive effect on any of these critical variables.  相似文献   

3.
Fourteen early retiring primary headteachers in individual and group interviews discussed their decision to apply for early retirement. Retirement decisions were affected by ‘pushes’ from the system and ‘pulls’ towards retirement. Perceived pushes were external pressures, job expansion/overload, bureaucracy, local authority support, loss of job satisfaction and school relationships. Pulls comprised ‘facilitators’ (personal and financial) and ‘gains’ (control, opportunities, health and family). Pushes against retirement comprised losses of positive school relationships, role and status, job challenge and time structure. Early retirement amongst these headteachers appeared to derive from current retirement trends, job stress and lack of management support.  相似文献   

4.
Universities attempt to hire the highest quality faculty they can, but they are not always successful at retaining them. Furthermore, some faculty members who do remain may not function as engaging colleagues who make others want to stay. This study investigates why some faculty members leave and why others stay by illuminating the complexities of individual experiences. Using semi-structured interviews rather than surveys, a matched cohort of 123 faculty members (half current and half former) from one institution was interviewed. Although some of their primary reasons for satisfaction or dissatisfaction (e.g., collegiality, mentoring) were predicted by general survey research, there were also unforeseeable issues that strongly influenced satisfaction and decisions to stay or leave, demonstrating the importance of institution-specific research. This paper provides a method for collecting institution-specific information as well as several arguments for conducting interviews instead of pre-defined surveys.  相似文献   

5.
Despite the importance of faculty retention, there is little understanding of how demographic variables, professional and institutional worklife issues, and satisfaction interact to explain faculty intentions to leave at a national level. Using the National Study of Postsecondary Faculty (NSOPF:1999) database, this study proposes (a) to extend our previous conceptualization and understanding of those issues that comprise the dimensions of faculty worklife, satisfaction, and intentions to leave, (b) to examine relationships between these three dimensions, and (c) to determine the extent to which demographic variables and the quality of worklife have an impact on satisfaction, and faculty members' intentions to leave. Using structural equation modeling, the findings indicate that the perceptions faculty members have of their worklife have a direct and powerful impact on their satisfaction, and subsequently their intentions to leave. That is, a combination of worklife perceptions of faculty members' professional and institutional issues and satisfaction initiates individuals' behavioral intentions and the desire to leave for another position and/or career alternative.  相似文献   

6.
For this study we used the 2011–2014 survey data collected by the Collaborative on Academic Careers in Higher Education (COACHE) at the Harvard Graduate School of Education to examine the degree of international faculty members’ satisfaction with autonomy, interactions with colleagues, departmental climate, and recognition and the effect of these elements upon the overall workplace satisfaction of international faculty members relative to their U.S. citizen peers. This study helps identify factors that can enhance international faculty members’ satisfaction in order to aid institutions in their efforts not only to recruit the best talent but also to support and retain such talent.  相似文献   

7.
This study is the first to address student evaluation of faculty members (SFE) from a student perspective at a major Jordanian public university using a comprehensive (71-item) questionnaire administered to 620 undergraduates. Addressed are students’ perceptions of the SFE process in terms of: (a) their paper-based vs. online-format preferences; (b) their beliefs about the process; (c) the standards they adopt in the evaluation; (d) the fruitfulness of SFE outcomes; and (e) their opinions about the evaluation instruments currently used at their institutions. It also explores whether students’ beliefs vary according to their gender, GPA and college (Educational Sciences vs. Sciences). The results reveal that most students prefer online evaluation, adopt academic rather than interpersonal criteria in their evaluation, have a low level of satisfaction with the impact of previous evaluations on faculty teaching behaviours and the evaluation instruments used at their institution. Additionally, the findings suggest that gender has a less influential role in shaping students’ beliefs about the SFE process compared to their college or GPA. The findings of this study and their implications are very useful pointers for faculty and higher education administrators, faculty members and students towards further improvement at higher education institutions.  相似文献   

8.
This study examines institutional factors that promote faculty satisfaction with their institution's approach to and support for student assessment and that are related to faculty involvement in their institution's support practices and in their own engagement with student assessment in the classroom. The study is based on a survey of faculty from 7 institutions that vary by type, control, and accrediting region. The institution's student assessment purposes, its administrative support patterns, and its faculty instructional impacts are significant predictors of faculty satisfaction with their institution's approach to and support for student assessment. External influences on, faculty uses, and perceived benefits of professional development practices for student assessment are significant predictors of faculty involvement with student assessment in their institution and their classes.  相似文献   

9.
This study focuses on the experience of 20 Spanish faculty members who teach students with disabilities. We conducted semi‐structured individual and group interviews, and analysed the data using an inductive system of categories and codes. The results of this work describe the difficulties that faculty members encountered when including students with disabilities, and how they attended, through reasonable adjustments, to the educational needs of their students. Their testimonies produced a profile of professionals who recognise their own shortcomings while valuing the actions that they have undertaken in order to meet the needs of their students. From their perspective, these actions were more closely linked to their own willingness and the students’ efforts than to the training they had received on disability. In this sense, the present study shows that universities must provide more meaningful training in the field of disability and make firm institutional commitments to supporting their faculty members.  相似文献   

10.
Online education is used for a variety of purposes in higher education. Two such purposes are improving one's performance over time and understanding one's professional development in the context of online teaching and learning. Relying on data from online staff development courses delivered in five Spanish universities, this article explores online faculty learning through the lens of staff development theory. This theoretical perspective emphasizes the universities' quality assurance contexts and offers an empirical examination of the ways in which faculty members learn curriculum and teaching competencies (CTCs) in online staff development programmes. At the core of this analysis is the contention that faculty members understand and respond to quality teaching lessons and activities. Finally, this study highlights the points deemed important when designing, implementing, and evaluating Internet CTC training courses.  相似文献   

11.
The evaluation of faculty development programs   总被引：1，自引：0，他引：1  
This article reviews literature pertinent to the evaluation of faculty development programs and presents data from several studies conducted at two institutions. These data were consistent with those previously reported in that faculty participants consistently expressed satisfaction with development services. In addition, one study found that most faculty members voluntarily took some action to improve their instructional effectiveness, though only a minority pursued these efforts in depth. Volunteers who worked intensively with a faculty development consultant improved more on objective measures of effectiveness than did those who were only superficially involved in improvement efforts; those who received no consultative assistance failed to improve significantly. Evidence from a final study provided a control for faculty motivation and led to the conclusion that improvement was contingent both on faculty desire to improve and on the availability of professional assistance.  相似文献   

12.
ABSTRACT

This article analyses the perspectives of faculty members on disability in higher education. Their testimonies give value to the attitudes and qualities of university students with disabilities and show how they influence their professional and personal development. We carried out a qualitative study, through interviews with 119 faculty members of different fields from 10 Spanish universities, who were nominated by students with disabilities for developing inclusive pedagogy. We conducted a progressive analysis of the data using a system of categories and codes. The results describe the motivations that drove the participants to respond to the needs of students with disabilities, the personal and professional impact posed by the challenge of adjusting the teaching and learning processes, and the perceptions of the faculty members toward the contributions of these students to the university. In the conclusions section, we delve into the need of universities to embrace inclusivity. The data provided by this study reveal that disability can be a valuable asset in a university context that dissociates from the deficit lens and acknowledges that all students are important and able to learn when the attitudes and conditions are appropriate.  相似文献   

13.
This study demonstrates the usefulness of the Markov modeling technique for analysis of alternative faculty personnel policies at a university. The necessary faculty flow model and transition matrix are developed with limited resources and only two years of time-series data. By making adjustments to the input vector (those entering the university) and the transition matrix, faculty personnel policy decisions are simulated and their outcomes, in terms of important faculty characteristics, are determined. Six hiring and retirement policies at a major university are assessed utilizing this procedure. The results that are presented provide an illustration of the nature of the information which can be obtained from this procedure.  相似文献   

14.
This article reports on the impact of organized research centers on professional effort, productivity, and perceptions of work satisfaction for life sciences faculty members at research intensive universities’ medical schools in the U.S. Results indicate that senior center-affiliated faculty members taught less but worked more total hours than peers not affiliated with centers. Senior affiliated faculty members were more productive than their non-affiliated peers and were more likely to be principal investigators on externally funded grants. Center-affiliated faculty members were more likely to be dissatisfied with their mix of activities and workload but more likely to be satisfied with job security and autonomy. Implications beyond this context are suggested. Sarah A. Bunton is a Senior Research Associate at the Association of American Medical Colleges in Washington DC. She received her B.A. from the University of Chicago, her M.A. from the University of Minnesota, and her Ph.D. in higher educational policy also from the University of Minnesota. Her research interests include postsecondary faculty work life and satisfaction, higher education organization, and student development. William T. Mallon is Assistant Vice President and Director of Organization and Management Studies at the Association of American Medical Colleges. Dr. Mallon received his B.A. and M.A. from the University of Richmond and his M.Ed. and Ed.D. in higher education policy from Harvard University. His research interests focus on the ways in which academic medical centers recruit and retain faculty and administrative leaders and the interorganizational relationships among medical schools, teaching hospitals, and parent universities.  相似文献   

15.
Retirement proximity's role in the prediction of satisfaction in academe   总被引：1，自引：2，他引：1  
As of January 1, 1994, the Amendments to the Age Discrimination in Employment Act eliminated mandatory retirement of college faculty. This change allowed faculty to schedule their retirement in accordance to a personal timetable and not necessarily by chronological age. This study proposes a conceptual model of faculty satisfaction as applied to three subgroups, defined by the number of years until voluntary retirement from academe. Findings suggest the model to be moderately predictive in determining the diverse proportions of factors for each group. Paper presented at the 1993 meeting of the Association for Institutional Research May, 1993.  相似文献   

16.
This study explores the role of several family-related factors in faculty research productivity for a large, nationally representative sample of university faculty members. The role of marriage, children, and aging parents is examined after controlling for other personal and environmental factors, such as age, rank, department, and intrinsic motivations to conduct research, that previous research has shown to influence research productivity. Analyses are conducted on a sample of 8,544 full-time teaching faculty (2,384 women and 6,160 men) at 57 universities nationwide. Results show that factors affecting faculty research productivity are nearly identical for men and women, and family-related variables, such as having dependent children, exhibit little or no effects on research productivity.  相似文献   

17.
ABSTRACT

This holistic single-case study reports on the benefits mentors derived from participating in the Increasing Minority Presence within Academia through Continuous Training (IMPACT) mentoring program. The IMPACT program was sponsored by the National Science Foundation Office for Broadening Participation in Engineering 15–7680 (awards #1542728 and #1542524). In this program, emeriti faculty were matched with underrepresented minority faculty in the engineering professoriate for career-focused mentorship. The conceptual framework of the Benefits of Being a Mentor grounded this study. Findings indicate mentors appreciate the opportunity to give back and remain engaged in the field, to relive past academic career experiences, and to support the next generation of engineering professors while adjusting to retirement. These findings aligned with the conceptual framework on three factors: rewarding experience, improved job performance, and generativity. Implications for administrators and faculty, as well as additional research areas, are discussed.  相似文献   

18.
In this study, a two-group structural equation model was proposed and tested to investigate the change in faculty members perceptions of their worklife and satisfaction over time. Using the National Study of Postsecondary Faculty [i.e., NSOPF:93–99, National Center for Educational Statistics, US Department of Education, National Study of Postsecondary Faculty, Faculty Survey. Washington, DC, 1993–1999] restricted databases, this study examines the conceptual and measurement differences across two National samples of research faculty members. The model suggests that three dimensions of worklife and four dimensions of satisfaction may be useful in the monitoring of faculty members perceptions changing over time. The results indicate that the construct validity of the model was supported across the two groups. Moreover, that worklife and satisfaction were stable with respect to the number of factors, item loadings, and factor intercorrelations. There was also substantial equivalence across the two groups.  相似文献   

19.
Faculty satisfaction is considered an important factor of quality in online courses. A study was conducted to identify and confirm factors affecting the satisfaction of online faculty at a small research university, and to develop and validate an instrument that can be used to measure perceived faculty satisfaction in the context of the online learning environment. The online faculty satisfaction survey (OFSS) was developed and administered to all instructors who had taught an online course in fall 2007 or spring 2008 at a small research university in the USA. One hundred and two individuals completed the web‐based questionnaire. Results confirm that three factors affect satisfaction of faculty in the online environment: student‐related, instructor‐related, and institution‐related factors.  相似文献   

20.
This research examines the factors that influenced voting behavior in two faculty union defeats at New York University. Faculty members' and librarians' demographic and professional characteristics referred to in previous research on collective bargaining were not good predictors of how they voted in these elections. However, their satisfaction with conditions at NYU, especially satisfaction with participation in governance, was a strong predictor of how they voted. Furthermore, faculty characteristics were found to influence their satisfaction with conditions. This paper also discusses the importance of the swing votes cast in a run-off election by the members of a previously defeated third party and the influence on the election outcomes of an independent group of faculty members opposed to unionization.  相似文献   

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